• Reduction in your hours of employment or the termination of your employment (for reasons other than gross misconduct on your part); and
• Or if you are a retiree and your employer has filed for Chapter 11 reorganization.

Note: Since 2000, reduction in hours followed by an increase in employee contribution has also been deemed a qualifying event to allow COBRA coverage to be taken. At the same time retiree coverage under a bankruptcy has been amended to include a substantial elimination of coverage within 12 months before or after the date bankruptcy proceedings began.

For Spouse of Employee / Former Employee:

1. The death of your spouse.
2. A termination of your spouse’s employment (for reasons other than gross misconduct), or reduction in your spouse’s hours of employment.
3. Divorce or legal separation from your spouse.
4. Your spouse becomes entitled to Medicare benefits (if loss in coverage occurs).
5. Your spouse is a retiree and your spouse’s employer files for Chapter 11 reorganization.

For Dependent Child of Employee / Former Employee:

1. The death of a parent.
2. The termination of a parent’s employment (for reasons other than gross misconduct) or reduction in a parent’s hours of employment.
3. Parent’s divorce or legal separation.
4. A parent becomes entitled to Medicare benefits and would lose group coverage (if loss in coverage occurs).
5. The dependent ceases to be a “dependent child” under the group health plan.
6. The parent is a retiree and the parent’s employer files for Chapter 11 reorganization.

Note: If, as an employee, you go out on a qualified leave under the Family and Medical Leave Act of 1993, special rules apply. The COBRA Qualifying Event will not start until you notify the company, during the leave period, that you will not be coming back or if you do not return at the end of the leave period.